Talent acquisition job description

Good talent acquisition experts don't just fill immediate recruitment gaps – they help you find and hire the best talent for the future, all while building a strong talent pipeline and shaping your employer brand. 

But, writing a good job description for this role is tricky. It's so easy to mistake it for a generic recruiter position, which overlooks the unique skills needed for success in this role and, more often than not, leads to mis-hiring. 

That’s where TestGorilla comes in! Below, we’ve crafted a solid talent acquisition job description template using a skills-based approach so you can hire someone who’s not only talented but can also draw top candidates to your company.

Talent acquisition specialist job description template

• Job Title: Talent Acquisition Specialist OR Talent Acquisition Manager

• Location: [Insert Location or ‘Remote’]

• Reports To: HR Manager or Chief Human Resource Officer (CHRO)

• Job Type: [Full-time/Part-time/Contract]

About Us

[Company Name] is an innovative organization committed to [briefly describe what the company does]. We value our people as the foundation of our success and believe in fostering a supportive, inclusive, and creative workplace. Our team is driven by [core values], and we thrive on collaboration and growth in a dynamic environment.

Job Overview

We are seeking a Talent Acquisition Specialist to manage and execute recruitment efforts across the organization. In this role, you will be responsible for identifying and attracting top talent, coordinating the interview process, and ensuring a seamless candidate experience. You will work closely with hiring managers to understand workforce needs and contribute to building a diverse, high-performing team.

Key Responsibilities

• Partner with hiring managers to identify staffing needs and create job descriptions.

• Source, screen, and interview candidates for various roles across the company.

• Develop and implement innovative sourcing strategies to attract top talent.

• Manage the full-cycle recruitment process, from initial candidate contact through offer negotiation.

• Maintain a positive candidate experience and ensure clear communication throughout the hiring process.

• Coordinate and schedule interviews, providing timely feedback to both candidates and hiring managers.

• Utilize ATS (Applicant Tracking System) and other HR tools to manage candidate pipelines and recruitment data.

• Build relationships with recruitment agencies, job boards, and other external partners as needed.

• Support diversity, equity, and inclusion initiatives in recruitment practices.

• Stay updated on industry trends and best practices in talent acquisition.

Skills & Qualifications

• Proven experience as a recruiter or talent acquisition specialist.

• Strong understanding of sourcing techniques, including social media and professional networks.

• Excellent communication and interpersonal skills.

• Strong organizational skills with the ability to manage multiple openings at once.

• Familiarity with applicant tracking systems (ATS) and HR databases.

• Ability to work in a fast-paced, dynamic environment.

• Understanding of employment laws and regulations related to recruitment.

Preferred Experience and Education

• Bachelor’s degree in Human Resources, Business, or a related field is preferred.

• 2+ years of experience in talent acquisition or recruitment.

• Experience in high-growth or fast-paced environments is a plus.

Benefits [List the benefits offered by your company, such as health insurance, paid leave, flexible working hours, career development opportunities, etc.]

Application Instructions If you are passionate about recruitment and want to contribute to a growing, innovative team, please submit your application materials (resume and cover letter) to [email address] by [application deadline].

Why this talent acquisition job description template works

This job description template really speaks to the specific needs of a talent acquisition role. Starting with a brief snippet about the company can help candidates get a sense of the industry, core values, and overall vibe of the company. 

This matters because talent acquisition experts need to be comfortable with attracting and assessing people who are not only skilled but also aligned with the company culture. 

A snappy job overview sets the stage for what candidates can expect day-to-day and who they’ll work with. You can also tailor this to let candidates know if they'll be aligned with a particular business area, such as tech or marketing, for deeper insights into the role. 

Meanwhile, key responsibilities dive into the specifics of the position and what applicants will be accountable for. For instance, the emphasis on driving long-term talent discovery strategies helps eliminate applicants seeking standard recruiting jobs. 

In terms of application criteria, this skills-based job description puts technical and soft skills in the spotlight. For instance, it specifies that candidates must be familiar with using an ATS and have great communication skills rather than focusing on credentials and past experiences. 

This is an excellent way to open your doors to those who’ve been skilled through alternative routes (STARs). It shows applicants that your company cares more about real-life skills than someone’s background – a quality your talent acquisition team will need to resonate with. 

Lastly, we close the job description by touching on employee benefits so candidates know what’s in it for them, as well as clear application instructions to encourage them to apply. 

Next steps: Attracting and assessing talent acquisition candidates

A good job description can help draw in candidates for your open position. But once applications pour in, you need a thorough, reliable, and efficient way to screen them. That's where TestGorilla's talent assessments really come through. 

We offer 400+ science-backed tests designed to objectively evaluate your applicants' suitability for the job. You can combine up to five tests to create a custom assessment. We recommend the following tests when assessing talent acquisition skills: 

Role-specific skills

• Talent Acquisition test

• HR Fundamentals test

• HR Management test

Cognitive abilities

• Verbal Reasoning test

• Reading Comprehension test

• Problem Solving test

Soft skills

• Communication test

• Time Management test

• Negotiation test

Personality and culture 

• Enneagram test, DISC test, and other personality assessments 

• Culture Add test

• Motivation test

Skills assessments not only save you the hassle – and errors – of manually screening applications but also give you a holistic view of your candidates' profiles. This way, you can hire a talent acquisition specialist with the perfect blend of hard and soft skills, behavioral attributes, and cultural alignment – someone who truly fits the bill. 

Register for a free account or schedule a free live demo with TestGorilla today.

FAQs

Is talent acquisition the same as HR?

Talent acquisition is a part of HR but focuses on finding, attracting, and hiring the best talent for the company. It also touches on long-term strategies such as succession planning. HR covers a broader range of responsibilities, like employee relations, benefits, and compliance.

🔍Looking for an HR manager or director for your company? Read our complete guides to HR manager skills and hiring HR directors. 

What is the highest position in talent acquisition? 

The highest position is typically the head of talent acquisition or chief talent officer. They usually report to the chief people officer or chief executive officer and oversee the entire talent acquisition strategy for the company.

🔍Wondering if you need a chief people officer for your business? Here's everything you need to know about chief people officers and why they're important. 

What degree is best for talent acquisition? 

A degree in human resources, business, or psychology is great for understanding both people and organizational needs. That said, it's always better to use a skills-based hiring approach that prioritizes candidates with the right hard and soft skills for the job rather than their degrees. 

What is the salary for a talent acquisition specialist? 

The salary for a talent acquisition specialist varies by location, industry, and nature of the job. Those focused largely on short-term recruitment will likely earn less than those involved in long-term talent strategy, succession planning, etc. According to talent.com, the average talent acquisition specialist makes $62,522 per year.